Assessment tools for recruitment and selection
- Candidate A, weighted score out of 10
- 7.6
- Your weights add up to (should be 100)
- 100
- Candidate B, weighted score out of 10
- 7.3
- The gap between them
- 0.3
Every figure on this page is computed from the inputs entered, by the method stated below it. Reqnix publishes no salary data, no benchmark time to hire, no conversion rate you should expect and no employment law: the days, the costs, the scores and the weights are yours, and the defaults are a worked example to replace with your own.
The figures above start from a worked example (7.6). Change any input and the answer updates as you type.
Download the Assessment tools for recruitment and selection worked example (CSV)
Assessment tools for recruitment and selection are usually sold as instruments; this sheet is the arithmetic underneath one. Enter the weight of each of three criteria and each candidate's raw score out of ten, and it returns the weighted score per candidate, the gap between them, and what the same scores say unweighted. On the worked example the weights are 40, 35 and 25, candidate A scores 8, 6 and 9 while candidate B scores 6, 9 and 7: A comes out at 7.55 against B's 7.30, so A leads. Unweighted, they read 7.67 and 7.33, which is the same order but a different margin. When the weighting changes the ORDER rather than the margin, that is the moment to check the weights are what the hiring manager actually believes, because the ranking is being produced by the weights and not by the candidates.
The weights are the decision
Scores feel like the substance and the weights feel like bookkeeping, but the weights are where the judgement lives. Deciding that criterion one is worth 40% and not 25% is a hiring decision made before anyone is interviewed, which is exactly when it should be made.
Always look at the unweighted pair
The sheet returns both so you can see whether your weighting is doing real work or just adding decimals. If weighted and unweighted disagree about the winner, the weights deserve a conversation.
A small gap is a real result
0.25 between two candidates on a ten-point scale is not a mandate. The sheet shows the gap rather than only the ranking, because a near-tie should be settled by something other than arithmetic.
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Assessment tools for recruitment and selection: common questions
Do my weights have to add to 100?
No. The sheet divides by whatever they sum to, so 4, 3 and 3 works as well as 40, 35 and 25. It returns the total so you can see what you actually entered.
Is a scored matrix legally safer than a conversation?
That is a question for your employment lawyer and this site publishes no rule about it. A consistent, written, job-related scoring method is generally easier to explain than a memory, but the sheet is arithmetic, not compliance.
Only three criteria?
Three is enough to show whether the weighting changes the order, which is the point. If you score against seven, run the three that carry most of the weight and check the ranking against your full sheet.